HireVue is one of the most widely deployed video interviewing platforms, and for high-volume recruitment the one-way video format does save significant time at the screening stage.
The two things that most commonly drive teams to look elsewhere are concerns around AI-driven scoring (questions about bias and transparency have followed the platform for several years) and candidate dropout rates, which tend to be higher with video interviewing than with text-based assessments. If either of those is the issue, here are the alternatives worth considering.
Test Partnership
Test Partnership is the strongest option for teams that want to move away from video-based screening towards something with more transparent, validated scoring. The platform measures cognitive ability, personality, and situational judgement through well-validated psychometric assessments, with no video required and no AI scoring black box.
For teams where candidate engagement is a concern, MindmetriQ offers a gamified cognitive format that candidates find more engaging than a traditional test, while still measuring the cognitive ability that is one of the strongest predictors of job performance. The AI-resistant design is also worth noting: the format requires real-time engagement that AI assistance cannot replicate in the same way it can with more static assessments.
SHL
SHL is the enterprise-grade alternative for teams that need cognitive and personality assessments with deep normative data and a long track record of validity evidence. If the primary motivation for leaving HireVue is moving towards more rigorous, established psychometrics, SHL is the natural comparison.
The main trade-off is cost; SHL operates at the expensive end of the market and is primarily built for enterprise clients. For teams running high-volume hiring at a larger scale where budget is less of a constraint, it is a well-supported and credible option.
Criteria
Criteria offers a practical, multi-measure screening platform covering cognitive ability, personality, and skills tests. It is straightforward to set up, reasonably priced for the volume, and produces clear, comparable candidate scores that don't require expert interpretation.
For teams coming from HireVue who want to replace video screening with something more structured and standardised, Criteria is one of the more accessible options. It won't win on modern candidate experience, but the underlying assessment quality is solid and the platform works reliably at scale.
Vervoe
Vervoe is worth considering if you want to keep some element of job simulation in your process but without the video interviewing format. Rather than asking candidates to record themselves answering questions, Vervoe presents them with practical tasks that replicate actual job work: writing samples, coding challenges, or structured exercises.
The trade-off compared to psychometric assessments is that work samples are harder to norm across cohorts and the AI scoring has its own reliability limitations. But if the goal is to see candidates do something job-relevant rather than answer psychometric questions, Vervoe sits in that space more cleanly than most alternatives.
Conclusion and next steps
If AI scoring transparency and candidate completion rates are the concern, moving away from video interviewing towards validated psychometrics is the clearest fix; Test Partnership and Criteria both offer that. If enterprise scale and normative depth matter, SHL is the benchmark. And if you want to keep a job simulation element without the video format, Vervoe is the closest alternative.
You can explore Test Partnership's aptitude tests and gamified assessments, or find out more about why organisations choose Test Partnership.
Sources: HireVue, HireVue on G2, SHL, SHL on G2, Criteria, Criteria on G2, Vervoe, Vervoe on G2.
Joshua Hancock
Digital Marketing Manager at Test Partnership. Over 7 years experience as a writer, content strategist, SEO and digital marketer.
